WhatsApp Group Chat- 25th March – Pune

The Recruitment Industry is constantly evolving and has moved onto a higher level to accommodate the recent trend that is followed where Talent Acquisition professionals now use online and mobile recruiting methods for various reasons. Of which I’m sure you’re aware of by now, being as you are a Recruiter or Sourcer yourself.

In view of this evolving trend and to get more Recruiting and Sourcing professionals to interact; we at Sourcing Adda have taken the initiative to create multiple WhatsApp Group Chats. These groups have been created, with the objective to facilitate Learning & Networking among Talent Acquisition & Sourcing professionals. We have successfully created such Group Chats for 6 leading cities across India namely WhatsApp Group Chat – Pune, WhatsApp Group Chat – Mumbai, WhatsApp Group Chat – Delhi, WhatsApp Group Chat – Chennai, Bangalore and WhatsApp Group Chat – Hydrabad and we hope to create more such groups at a Pan India level in the near future.

During these chats we will be discussing about a topic. The topic choice is based on the suggestions given by members hence they are all encouraged to suggest one. The topic will be chosen based on a majority vote and that topic will be taken up for discussion at our next group chat.

The Group Chat discussions that were held recently focused on, “How technology has impacted recruiting in today’s world?” and here’s what Talent Acquisition and Sourcing Professionals like yourself had to say…

Blog Group Chat

  • Manish Pipalwa had some insights, “The greatest contribution of technology towards recruitment are Real time communication,  Paperless process, Saves cost and time, Quick implementation of best practices, Easy reach to prospective candidates and many more.”
  • Masood gave his inputs, “While it has made life easier and made the system more effective. It may have taken the personal touch away.”
  • Nikita Agrawal shared her insights, “One of the boons of technology is Social media, and helps us to get in touch with passive candidates.”
  • Even Namrata Nandish commented, “Use of technology in developing Realistic Job Previews (RJP) has positive effect in – employer branding, reducing initial attrition, better Job & company culture understanding etc.”
  • Naga Chunduru had some pointes to add, “Before the technology used was not advanced and there was only Recruitment. But with the evolution of the Internet job portals and now social media had an effect. And an Era in talent acquisition, started called “Sourcing”. However now days we see most people misusing the words ‘Sourcer’ or ‘Sourcing’. The second most impact of technology towards recruitment is easy way of collaboration. Thus learning new techniques is easy. Quality improvement is possible. Thanks again Sourcing Adda for setting an example for professional Collaboration.”
  • Manish Pipalwa had some more insights to add, “The days are over when candidates dropping resume in companies. Even companies were maintaining a resume drop box. The days are over when candidates dropping resume in companies. Even companies were maintaining a resume drop box. The change in society culture also affects recruitment approach. Now society is virtually connected and more tech savvy. Virtual meet replacing personal meet”
  • Kunjal Kamdar had some pointers to add, “Tech has done more good. But from a candidate’s view point, we are not able to solve their basic and valid complain – Feedbacks. This is where candidate experience matters.”
  • Masood had pointers to add too, “Applicant tracking systems and outlooks have provided the means to track and respond. Why do we not respond? Social media is where I see the personal touch coming back. Phones are ideal Naga. The least that is expected is an email. Any connect is good. Indifference is a challenge.”
  • Some other inputs, “Feedback‬, Very few do it but not all‬”
  • Naga Chunduru had some inputs to add, “Agreed Kunjal. Masood personalized feedback especially through phone may be more good to increase candidate experience. Rather than system generated emails.”
  • Ankita Gupta had some interesting insights as well, “Positive impact of technology on Recruitment – Based on Candidate perspective here are the advantages, one stop shop for candidates in the form of job boards, They get an opportunity for personal branding via social media and thus there is a possibility to showcase their talent n land up a better job, They can track their candidature run time. For Recruiters – The world is our oyster now!, Geographies are no more a barrier for recruiting, Job postings are more economic and not to forget eco – friendly now (sans paper printing), ATS have made lives easier, Unlimited prospects to pass on the word via technology (flipside is difficult to control unwanted traffic at times), Employer branding, SOCIAL Media!, Speeds up the entire process of recruitment, Mobile recruiting, Easier to harness data and analyze it, Focussed hiring via online ‘talent communities’.”
  • In response to Yusuf Pathan question, “Is technology killing the creativity of recruiters? Kunjal Kamdar mentioned “Tech is for enabling us, not make us over dependent.”
  • Even Tatyasaheb Kolage had inputs, “Sometime we are too dependent on technology or automated tools!! Creativity is just part of skills!”
  • Some other inputs, “I think creative people will find out creative way of using technology.  Creative is matter of interest.  As long as one like I like my job nothing can kill my creative.‬”
  • Masood commented, “With the changes in Technology there is so much that one can do and in so little time creativity is a must.” “Apart from these aspects better parsing engines, tools that will read resumes beyond the keywords and also match profiles more accurately will be helpful. In the long run, the need for human resume screening should go away.”
  • To which Yusuf Pathan commented, “Chief, dream tools for a recruiter, I wish this could happen soon.”
  • Chinmay Chavan too had some comments, “More & more Automation in almost every aspects of recruitment.  I have a slight diff of Opinion with Masood Sir here.”
  • To which Masood tried to clarify his point, “Imagine if Google launches a people search tool that can cross reference social media, prepare a consolidated profile. Use user search patterns to build skill tags and understand job preferences.”
  • In return Chinmay Chavan commented, “Human screening won’t go away completely, but might be much easier than what it is now. A tool won’t be able to match the human capabilities of a recruiter to understand a job, Experience etc. It’s a great idea, but difficult to put it in a program. Some are trying it already! E.g. Entelo”
  • To which Masood commented, “Point taken Chinmay. Interviews are human interactions. CV screening is logic. I understand it is difficult but possible. For assessments- Old times we had assessment centres. Not sure if they are still there. Imagine virtual assessment centres with gamification which can give a compatibility score for a job. Level one Interviews will go out and hiring time reduced.”
  • Prateek Gautum commented on Madood’s inputs, “That is correct but if we follow that pattern the system will only give us a 9or10 or 10or10 candidate which is good but we will lose out on a candidate who might be an 8or10 or 7or10 who might click.”
  • Masood further added, “Agreed Prateek, the system should allow us to lower or raise the qualifying score. This should help in having enough pool to close requirements.”
  • Lopamudra had some insights, “The system probably could do few other stuff like personality, behavioural test too. This will be possible through gamification as mentioned by you. The possibility that technology can do is huge. Yes, it will require human touch but the major will be covered by them. Again measuring performance needs to be taken care of by human as against algorithm.”
  • Prateek Gautum added his views, “I may be wrong but Monster U.S. currently gives ratings to candidates on the basis of your search and keyword match; that I think might be an example of something which Masood sir was earlier referring to.”
  • Masood had a few comments, “Technology can give metrics. Interpretation has to be human, mostly.”
  • To which Lopamudra commented, “Prateek same is provided by e-financial too. Masood, connectifier is a paid account, do they have free access?”
  • To which Prateek Gautum mentioned, “It’s paid.”
  • Lopamudra further added, “In fact monster cb dice have created own database from 130 social networks sourcing profiles with contact details. They are selling it as add on to resume search.”
  • To which Masood commented, “For some reason couldn’t get an account created on connectifier.”
  • And Lopamudra commented, “Me too. You spoke to the sales guy he said it’s paid, 3 months trial use, 1000 used. Sorry I…”
  • To which Prateek Gautum, “Sir, it doesn’t allow you to ID your accessing from an Indian IP , but if your accessing from U.S. IP it works but only sometimes , not always.”
  • To which Masood mentioned, “That’s what I believe too. My company domains name is set to India. Not sure though.”
  • To which Prateek Gautum commented, “Correct, that’s the problem and now we have the solution, hope I helped. Google chrome extensions, amazing concept, again a gift of technology to us that made our headhunters and sourcer’s life, a lot easier.”
  • To which Prateek Gautum, “Recently, I was reading about one called “hola unblocker” which helps you unblock content regardless of where your physically located and access the content , might be helpful for us , so thought to share.”
  • Prateek Gautum had some inputs, “Might help’s searching in resumes when working for non-domestic requirements where international access is necessary. Ok sir.”
  • Lopamudra commented, “Thanks Prateek. I need one. How is mentor social talent?? Masood, Sarang, Anshuman, Do we have a tool to search candidates using company names?”
  • Masood mentioned, “Most search tools should have a way of searching with company name. What do you have in mind?”
  • Lopamudra commented, “Our research team is trying to target candidates through company names, skill wise and reporting authority. Since, LinkedIn has limited free search. We are trying to find options. I have already asked them to do an X-ray search in Google.”
  • Masood questioned, “US candidates?”
  • And Prateek Gautum suggested, “Use Chrome Extensions like WhoWorks.At, it’s free, helps you find people of target companies.”
  • Prateek Gautum suggested “Synechron.”
  • Kunjal Kamdar had some inputs to add, “It would be end of real hard core recruitment the day tech will select or reject resumes based on keywords.”
  • Lopamudra mentioned, “All, Any opening for part time in training on voice & non-voice process. Thanks Akkshey.”
  • Some other inputs, “Talking about automation, it would be like the 3rd eye in cricket.  It will take away the fun as umpire refers it for every lbw & run out.‬‬”
  • Naga Chunduru commented, “Covered most of it Ankita.”

In conclusion, I would like to say that, overall the Group Chat was a success and the conversations highlighted, are proof enough for it to be a success, as the inputs gathered were quite eye opening. So let’s continue to express our individual views and learn from each other’s perspectives, in the process. Hope to see you all at our next WhatsApp Group Chat!

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